Why do we exist?

Discrimination in the labour market is nothing new. As early as the 70s, studies (e.g. Aigner & Cain, 1977), have shown that injustice and discrimination are common phenomena in the labour market. Barnard, Deakin and Kilpatrick (2002) confirmed this in the United Kingdom.

They investigated the legislation put in place in the UK. They discovered that due to the legislative focus on formal equality rather than substantive equality – it creates an incentive to focus on assisting individual cases rather than to fix the constructs that ultimately lead to discrimination in the workplace.  The result is that age, gender, appearance, ethnicity and health all continue to be factors in occupational segregation and persistent pay inequality.

nekad ansökan, diskriminerad

There are  several studies  that support this and it is to the highest degree an integration issue that should be raised at a political level.

The most common challenges with selection and recruitment include:

  • The competence level of recruiters is unchecked, which can lead to incorrect assessments and decisions.
  • Psychometrics are not applied or applied incorrectly.
  • Candidates are treated poorly.
  • Candidates are discriminated against or treated unfairly.
  • Communication between recruiter and candidate is poor.
  • Candidates receive no feedback.

References

  1. Agerström, J., Carlsson, R., & Rooth, D. (2007). Etnicitet och övervikt: implicita arbetsrelaterade fördomar i Sverige. Institutet för arbetsmarknads- och utbildningspolitisk utvärdering (IFAU), 1-23.

  2. Ahmed, A., Andersson, L. and Hammarstedt, M. (2012) “Does age matter for employability? A field experiment on ageism in the Swedish labor market, Applied Economics Letters, 19, 403-406

  3. Aigner, D.J. & Cain, G.G. (1977) “Statistical theories of discrimination in labor markets”, Industrial and Labor Relations Review, 30, 175-187

  4. Busetta, G., Fiorillo, F., & Visalli, E. (2013). Searching for a job is a beauty contest. Munich Personal RePEc Archive, 1-12.

  5. Carlsson, M., & Eriksson, S. (2017). Påverkar arbetssökandes ålder och kön chansen att få svar på jobbansökan? Institutet för arbetsmarknads- och utbildningspolitisk utvärdering (IFAU), 1-31.

  6. Carlsson, M. & Rooth, D.O. (2007) “Evidence of ethnic discrimination in the Swedish labor market using experimental data”, Labour Economics, 14, 716-729

  7. Di Stasio, V., Lancee, B., Veit, S. & Yemane, R. (2021) “Muslim by default or religious discrimination? Results from a cross-national field experiment on hiring discrimination”, Journal of Ethnic and Migration Studies, 47, (6), 1305-1326

  8. Edin, P. A. and Åslund, O. (2001) “Invandrare på 1990-talet arbetsmarknad, i Bergmark, Å. (red.) Ofärd i välfärden, SOU 2001:54, 101-142 

  9. Eriksson, S., & Lagerström, J. (2007). Diskriminering i anställningsprocessen: resultat från en Internetbaserad sökkanal. Institutet för arbetsmarknads- och utbildningspolitisk utvärdering, 1-25.

  10. Eriksson, S., Johansson, P. and Langenskiöld, S. (2012) “What is the right profile for getting a job? A stated choice experiment of the recruitment process”, Working Paper 2012:13, IFAU, Uppsala

  11. Gonzales, J., Cortina, C., & Rodriguez, J. (2019). The Role of Gender Stereotypes in Hiring: A Field Experiment. European Sociological Review, 187-204.

  12. Liebkind, K., Larja, L. & Brylka, A. (2016) “Ethnic and Gender Discrimination in Recruitment: Experimental Evidence From Finland”, Journal of Social and Political Psychology, 4, 403-426

  13. Mergener, A., & Maier, T. (2019). Immigrants’ Chances of Being Hired at Times of Skill Shortages: Results from a Factorial Survey Experiment Among German Employers. Int. Migration & Integration, 155-177.

  14. Valfort, M. (2020) “Anti-Muslim discrimination in France: Evidence from a field experiment, World Development, 135, 1-59

  15. Vernby, K., & Dancygier, R. (2018). Etniska hierarkier och diskriminering på arbetsmarknaden. Institutet för arbetsmarknads- och utbildningspolitisk utvärdering (IFAU), 1-28.